Collective Bargaining, Union Relations, and Negotiations

According to the Swedish Act on Codetermination in Working Life (MBL), employers are in many cases obliged to negotiate with union representatives before making decisions, for example in the case of reorganizations, changes in operations or hiring of personnel. These obligations are regulated both by law and by any binding collective agreement. This is a central part of the "Swedish model", which also characterizes the other Nordic countries.

The relationship between employers and unions is often good, but there are also contradictions that can complicate cooperation. For many employers, especially larger ones, a well-functioning relationship with unions is of paramount importance to ensure an efficient and conflict-free work environment.

What we can help with in MBL, union relations and negotiations

We offer comprehensive support and advice in areas related to union relations and negotiations, and can assist you with:

  • Assistance in all types of negotiations with trade unions, including dispute negotiations, consultations, co-determination negotiations and interest negotiations. Examples of this include negotiations in the event of termination due to lack of work, negotiations in the event of termination due to personal reasons or dismissal, as well as negotiations in connection with changes to the business, salary demands, salary revisions or changes to employment conditions.
  • Preparation of all relevant documents relating to negotiations, such as summonses and minutes.
  • Advice and training on the application of collective agreements, so you ensure that the agreements are followed correctly and effectively.
  • Advice on signing or terminating collective agreements, to ensure that the process takes place according to applicable regulations and with minimal risk of conflicts.
  • Advice on compensation issues, both when unions claim compensation from the employer and when the employer wants to claim compensation from the union, for example in the event of a breach of a collective agreement. Agreements between individual employers and unions are also considered collective agreements and can therefore be covered by these issues.
  • Strategic advice on how operational issues should be managed and implemented in collaboration with local trade unions, to promote a smooth and efficient workplace.

With our help, you can navigate the often complex relationships and negotiations with unions, and ensure that your decisions and actions are in line with both the law and collective agreements.

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